Managing Coaching & Mentoring
Facilitated webinar 9.30am - 12.30pm. Please see below for the follow up Action Learning Group dates and further information.
Overview of the Content
1. What might a coaching and mentoring programme look like?
- Exploration of the different elements of a coaching and mentoring programme, as well as Peter Hawkins’ research into the evolution of a coaching culture
- Discussion around the importance of linking the coaching and mentoring implementation to the organisation’s strategy, and having a clear implementation plan with important milestones. Also explores the importance of sponsorship.
2. Making the Business Case
- How to make the case for coaching and mentoring, looking at the core elements of a business case
- Managing and mitigating risks to programmes.
3. Evaluating and measuring impact
- Discussion around the different facets of return on investment and return on expectations.
- Introduction to and discussion of the RAM model (relevance, alignment and measurement) and comparison with Kirkpatrick
- Introduction to measures, which can be used to assess the impact of a coaching and mentoring programme. Use of a case study to bring this to life and a group exercise to examine how they would make a business case for investment using the case study.
- Coaching and mentoring ethics and the relevance for implementing a coaching and mentoring programme as a whole
- Bringing in the EMCC Global Code of Ethics. Discussion of the key points, weaknesses within it and what it means in relation to coaching and mentoring programmes and how delegates could build it into their strategy.
- Key principles in contracting from all points of view: coach and client and organisation
- Contracting with a coach or coaching provider to ensure that the organisation’s objectives are well served by the coaching.
By the end of the webinar delegates will be able to:
- Recognise what an effective coaching and mentoring programme can look like in an organisation
- Select appropriate approaches to ensure a coaching and mentoring programme can evolve over time
- Build a business case for coaching and mentoring
- Introduce techniques for measuring impact
- Consider appropriate ethical aspects of coaching and mentoring
- Recognise the importance of contracting – between coaches and clients, and between the organisation and coaching providers
Coaching and Mentoring- Practical Techniques for Developing Learning and Performance (3rd Edition 2016) – Parsloe and Leedham
Managing Coaching at Work – Developing, evaluating and sustaining coaching in organizations (1st Edition 2011) – Keddy and Johnson
The follow up Action Learning Groups (ALG) will run virtually as follows:
For those attending the facilitated webinar on Tuesday 8th November 2022, the ALG will be on Tuesday 22nd November 2022 from 9.30am - 11.30am.
Please ensure that you put both the facilitated webinar and ALG dates into your diary. Full joining instructions and pre-work will be sent around a month beforehand.
About the presenter
Jenny Whitfield has been working as a Consultant Coach-Mentor for the OCM since 2019 and holds an EIA at Senior Practitioner level. She has held a number of senior HR and Learning and Development roles across a variety of sectors. She has a particular interest in engaging with organisations at a systemic level to use coach-mentoring as a strategic tool and enabler of both personal and organisational change.
How do I book and what price do I pay?
You can book online either by credit card or requesting an invoice.
To make coaching and mentoring more accessible for those with less resources, we charge different rates for corporate clients and those who are privately funded.
For us this means people who work for publicly listed or limited companies pay the corporate rate and self-funding individuals, anyone in the Public sector or anyone in the Third sector pay the privately funded rate.
Alumni of The OCM should select the Privately Funded rate.
Please respect our values and select the right price for you